aptitude testing
Aptitude testing is a collective term for methods used to measure job-related skills and behavioral tendencies. Basically, aptitude testing is intended to enable the most accurate possible prediction of a person's probability of success or job satisfaction.
"We hire based on skills and qualifications, and fire based on behavior."
(Nathan Chanesman)
For more than 10 years, the
HR Consult Group AG has been continuously developing over 100 standard and best practice job profilesHR Consult Group AG a scientific basis.
Book aptitude testing directly
Your contact person
publication
aptitude testing
Book now
For yourself
Would you like to reorient yourself professionally and develop your professional potential to the fullest?
Would you like to get to know yourself better and find out where your strengths lie?
Book your aptitude assessment now:
for your company
You would like to consider aptitude testing for your company to provide security in the hiring process – let us analyze your current situation and develop possible options.
Dr. Armin Betz will be happy to take the time to discuss possible options with you in detail.
Call us or make an appointment!
Complete aptitude testing
Recognize and promote potential – complete your aptitude assessment now.
- You complete your aptitude assessment
- The self-assessment takes about 30 minutes. It is important that you take your time and answer the questions calmly and truthfully.
- Aptitude testing provides you with insightful guidance, but it is no substitute for personal career counseling.
Take youraptitude test now for €189.00and prepare for your next career move!
If you take the aptitude assessment test with a view to improving your professional prospects and career opportunities, the fees are deductible as income-related expenses for income tax purposes in accordance with Section 9 of the German Income Tax Act (EStG).
Career counseling and potential analysis
Benefit from the experience of our consultants in a personal consultation.
- You complete your aptitude assessment
- How does aptitude testing work? Explanation of the system
- Your results will be discussed, analyzed, and interpreted together with your advisor in a personal meeting.
- You will receive suggestions for your next career steps: tips and advice on your professional development.
Completeyour aptitude assessment now for€499.00, including individual counseling for your next career step!
If you take the aptitude assessment test with a view to improving your professional prospects and career opportunities, the fees are deductible as income-related expenses for income tax purposes in accordance with Section 9 of the German Income Tax Act (EStG).
Let's talk!
Whether you are considering aptitude testing for your company to safeguard the recruitment process, or whether you are looking to change careers and want to develop your professional potential to the fullest—let us analyze your current situation and work out possible options.
Dr. Armin Betz will be happy to take the time to discuss possible options with you in detail.
Call us or make an appointment!
Your contact person
Dr. Armin Betz founded the company in 1994 and has been CEO of HR Consult Group AG. His focus is on establishing networks and cooperation models, which is demonstrated on a daily basis with the PERSONAL TOTAL and SENATOR brands. He supports the continuous development of systems and processes in HR consulting. Many of the new developments made by HR Consult Group AG now HR Consult Group AG standard in the personnel consulting industry. The knowledge gathered by the group over the past decades is summarized in training courses and seminars, enabling comprehensive and in-depthtraining as a personnel consultant, which is certainly unique in Germany. With more than 250 successfully trained personnel consultants, this constitutes a USP in the German personnel consulting industry.
He has been working in personnel consulting for 30 years and is one of the most experienced personnel consultants in Germany. His consulting focus is on the automotive and mechanical engineering industries, particularly e-mobility and renewable energies. Human resources andaptitude diagnosticsroundoff his consulting profile.
For several years, he has been a guest lecturer at the University of Applied Sciences in Landshut on the subject of aptitude diagnostics and current developments in this field. He is also a lecturer at the Fresenius University of Applied Sciences in Munich, where he teaches courses on topics such as the latest HR trends, state-of-the-art recruiting methods, and potential analyses.
His doctorate in the field of aptitude diagnostics underscores his expertise in these areas. His dissertation deals with the identification and verification of typical personality traits of engineers and the definition of areas of development for a successful career. These arescientificallyderived and presented in the book"Eignungsdiagnostik im Praxiseinsatz" (Aptitude Diagnostics in Practical Use).
Let's talk!
If you are considering using the LUXXprofile analysis tool for your company, let us analyze your current situation and develop possible options.
Mr. Peter Schönberger will be happy to take the time to discuss possible options with you in detail.
Call us or make an appointment!
LUXXprofile analysis tool
The LUXXprofile analysis tool helps to identify the explicit motives of a manager or employee, as these are the reasons behind people's everyday behavior in both their private and professional lives. LUXXprofile focuses on a total of 16 life motives that represent all areas of intrinsic motives, such as curiosity, social recognition, influence, status, and autonomy. With the help of the LUXXprofile personality analysis, we examine what really makes an employee or manager happy, what actually motivates them from within, because only when their activities are geared towards this will they perform at their best and remain loyal to the company.
These corresponding results have a direct positive impact on the cost and revenue situation of companies, because inadequately high costs are particularly
- excessive staff turnover within the company and
- poor performance of individual employees/managers
responsible.
Our core competence lies in improving these two "cost drivers." To achieve this, we take a very close look at
- whether and to what extent the respective employee/manager is suited to the position assigned to them
- what changes are necessary to achieve a perfect fit.
- which new employees/managers really fit the company and the role
General and fundamental information
Aptitude testing is a collective term for methods used to measure skills and behavioral tendencies with a professional focus (
). Essentially, aptitude testing aims to provide the most accurate prediction possible of a person's likelihood of success or job satisfaction.
The HR Consult Group's potential and strengths analysis is a test procedure developed on a scientific basis to systematically record personality traits relevant to work and success and to determine their severity.
, comparisons with position- and job-specific reference groups allow conclusions to be drawn about the suitability and
probability of success of the tested individuals with a high degree of accuracy. The test is based on
self-assessment by the candidates with regard to a variety of situations from everyday life and work.
Why aptitude testing?
Costs of hiring the wrong person Example:
Personnel selection costs: approx. €10,000
Preparation of the selection process, interviews,
assessment center, etc.
Separation after training: approx. 15,000 euros
Separation after probation period: approx. €35,000
Renewed vacancy, possible customer erosion
Separation after one year: approx. 100,000 euros
renewed vacancy
loss of established customer relationships, customer erosion
regional competitive disadvantage, etc.
The more important the position, the higher the cost of a bad hire!
Why aptitude testing?
Costs of hiring the wrong person Example:
Personnel selection costs: approx. €10,000
Preparation of the selection process, interviews,
assessment center, etc.
Separation after training: approx. 15,000 euros
Separation after probation period: approx. €35,000
Renewed vacancy, possible customer erosion
Separation after one year: approx. 100,000 euros
renewed vacancy
loss of established customer relationships, customer erosion
regional competitive disadvantage, etc.
The more important the position, the higher the cost of a bad hire!
Reasons for aptitude testing
- Quick online procedure (approx. 30–45 minutes)
- AGG-compliant
- Results readable/usable even by non-experts
- Setting a standard in personnel assessment
- In-house aptitude testing expertise and development
- Additional component for assessing a candidate's suitability
- Verification of the selection regarding the candidate's soft skills
- Early indications of possible shortcomings in the candidate
- Extremely cost-effective
- High informative value despite low investment of time and money
- Maximum objectivity, reliability, validity, and standardization
- Scientifically recognized
key criteria
What prerequisites must candidates absolutely fulfill in order to successfully meet the requirements of the position?
Which personality traits/soft skills determine the success or failure of a job holder?
Focus on a maximum of ten interdisciplinary requirements relevant to the job holder's success
This means that personality traits with the lowest dispersion/range become the key criterion for the respective position- or
job-specific standard or best practice group.
The insight is that the key criteria for successfully performing a job are self-evident and do not need to be determined in laborious coordination processes with the specialist and human resources departments.
Creation of a best practice profile
- Identification of the most successful employees and definition of success criteria (e.g., sales, return on investment, etc.).
Formation of a best practice group of employees and recording of relevant, measurable characteristics. - Conducting diagnostic aptitude tests (online on the Internet).
- Test result: Characteristics of successful employees → Definition of the best practice profile.
- Determination of applicants' individual profiles through aptitude tests.
- Comparison of actual values with the ideal profile, deviation analysis, and checking against BIG POINTS.
Aptitude testing in the context of personnel development
case study Personnel development for technical trainees in an international corporation- Personnel development
Screening of trainees against the Best Practice Profile (BPP) Young Engineer - Expert opinion – deviation analysis
Presentation of individual strengths and areas for development - Areas for development
, confident demeanor, persuasiveness, self-confidence, leadership and assertiveness - Areas of development covered in the training concept – contents of the trainee program:
Communication (persuasiveness, argumentation, etc.)
Sales (confident manner, proactive behavior, commitment, initiative, etc.)
Self-management and time management (setting priorities, private life, etc.)
The emergence of aptitude testing
Further information on the development of aptitude testing can be downloaded here.
Definition of technical and interdisciplinary requirements
A decisive prerequisite for a satisfactory result of the potential and strengths analysis is a detailed determination of the technical and interdisciplinary requirements for the position, such as qualifications, knowledge, soft skills, professional interests, and the framework conditions for these, in order to define the "best fit." As a basis for determining the highest possible match between the "best fit" and the person, the latter completes a self-assessment of various personality traits as part of the test, which
is carried out according to the highest quality criteria in terms of objectivity, reliability, validity, and standardization.
From requesting an appointment to the interview
Would you like to be contacted?
Please indicate your preferred time for a callback.
Would you rather ask us directly instead of reading?
Would you like to have a detailed phone call with an analysis of your current situation?
Matching soft skills
We HIRE based on skills and qualifications, and FIRE based on behavior. "
" (Nathan Chanesman)
It is not only technical knowledge, known as hard facts —namely, professional experience, education, languages, and industry knowledge—but above all soft skills—such as professional interests, motives, values, and social behavior—that are crucial for successfully performing a job. How can these soft skills be measured, made comparable, and digitized?
Use of online aptitude testing procedures.
The use of aptitude diagnostics provides a scientifically sound method for measuring the characteristics of personality traits/social skills and thus also enables objective comparison of alternative candidates in terms of soft skills.
Similar to comparing grades on report cards or evaluations and assessments using text passages, it is now also possible to measure soft skills mathematically and digitally, thereby presenting them in a comparable way.
Matching soft skills
We HIRE based on skills and qualifications, and FIRE based on behavior. "
" (Nathan Chanesman)
It is not only technical knowledge, known as hard facts —namely, professional experience, education, languages, and industry knowledge—but above all soft skills—such as professional interests, motives, values, and social behavior—that are crucial for successfully performing a job. How can these soft skills be measured, made comparable, and digitized?
Use of online aptitude testing procedures.
The use of aptitude diagnostics provides a scientifically sound method for measuring the characteristics of personality traits/social skills and thus also enables objective comparison of alternative candidates in terms of soft skills.
Similar to comparing grades on report cards or evaluations and assessments using text passages, it is now also possible to measure soft skills mathematically and digitally, thereby presenting them in a comparable way.
What distinguishes the best in a professional group?
The successful members of a professional group are almost identical in terms of their personality traits.
Key findings
1. Successful members ofa professional group are almost identical in terms of their personality traits and soft skills. Each standard or best practice profile forms its own specific image that is typical for this professional group.
2. The10 key criteria of a standard or best practice profile are generated from the results of the group itself. These are the criteria that show the least variation. This is where the degree of agreement is highest.
From professional requirements to best practice profile
How to create a best practice profile using aptitude diagnostics.
Implementation in practice
Sample evaluation
Modern online aptitude diagnostics compare candidates with similar profiles from the respective occupational group.
Individual results are compared with a job- and position-specific reference group, enabling
the validation of strengths and potential.
Recommendations for and against hiring are therefore possible.
In a 30-45 minute online assessment, candidates conduct a self-assessment.
A test taken in isolation has only limited significance; only by comparing/mirroring the results with the benchmark of the comparison group is it possible to make well-founded statements about suitability and probability of success.
Here, too, digital recording and further processing are prerequisites.
Implementation in practice
Sample evaluation
Modern online aptitude diagnostics compare candidates with similar profiles from the respective occupational group.
Individual results are compared with a job- and position-specific reference group, enabling
the validation of strengths and potential.
Recommendations for and against hiring are therefore possible.
In a 30-45 minute online assessment, candidates conduct a self-assessment.
A test taken in isolation has only limited significance; only by comparing/mirroring the results with the benchmark of the comparison group is it possible to make well-founded statements about suitability and probability of success.
Here, too, digital recording and further processing are prerequisites.
Standard & Best Practice Profiles
Only by comparing candidates from the same occupational group can a statement be made about the quality of the characteristic.
publication
This book focuses on the following topics:
Identifying the typical personality traits of an engineer and defining areas for development for a successful career.
The book takes a structured approach to the topics of personality traits and the methods used to test them, and presents the current state of the art in aptitude testing. This research project also explains and refines existing aptitude testing methods, analyzes test results, and presents and summarizes the key characteristics of engineers at various qualitative and quantitative levels. The key development potential for a successful career in the engineering profession is highlighted.
Order now!
If you are interested, you can order the book "Eignungsdiagnostik im Praxiseinsatz" (Aptitude Diagnostics in Practical Use) by Dr. Armin Betz directly here.
Price: $39.90
publication
This book focuses on the following topics:
Identifying the typical personality traits of an engineer and defining areas for development for a successful career.
The book takes a structured approach to the topics of personality traits and the methods used to test them, and presents the current state of the art in aptitude testing. This research project also explains and refines existing aptitude testing methods, analyzes test results, and presents and summarizes the key characteristics of engineers at various qualitative and quantitative levels. The key development potential for a successful career in the engineering profession is highlighted.
Order now!
If you are interested, you can order the book "Eignungsdiagnostik im Praxiseinsatz" (Aptitude Diagnostics in Practical Use) by Dr. Armin Betz directly here.
Price: $39.90
Potential analyses are a must for managers
When applying for management positions, candidates expect to undergo aptitude testing procedures.
CUSTOMER TESTIMONIALS
Managers expect recruitment consultancies to carry out aptitude testing.
More than half of candidates expect recruitment consultancies to conduct aptitude tests/potential analyses.
Interested?
If you are interested
- to conduct aptitude testing yourself,
- want to use aptitude diagnostics to strengthen your team,
- to be able to better assess potential new employees, or
- simply want to learn more about aptitude testing
Please contact Ms. Diana Diewald at +49 (0)871 430 888-10,
, or by email at d.diewald@hr-consult-group.de.